The HR Business Partner I works closely with TNC management and HR liaisons at the Business Unit level to support and execute People strategies in support of organizational objectives and an open, inclusive, transparent, and equitable organizational culture.  They will partner with other members of the People Team and collaboratively share responsibility for designing, developing and implementing best People practices aligned with TNC Values, strategies and goals.  They are accountable for delivering relevant support and counsel for employee engagement, talent management strategies, workforce planning and trend analysis, talent acquisition and development in assigned Business Units.  They implement these People Team initiatives to ensure consistency in support of a global, decentralized and geographically dispersed enterprise. The ideal candidate will have HR Business Partner experience supporting a client population upward of 300 to include leadership influence and advising and counseling.

 

• Management Consulting – Provide input and assistance with structural design including recommendations on organization structure, job creation or elimination, and potential efficiencies.  Ensure that managers have working knowledge of employment laws, regulations, and policies.  Participate in strategic goal-setting as appropriate.
• Performance Enablement & Management – Consult and coach managers and staff with objective setting and regular feedback processes as well as managing a culture of continuous conversation that supports development and growth.  Provide consultation to managers to help manage employee performance issues, including terminations, ensuring that legal risks are considered and managed, consulting with appropriate HR legal staff or Sr. HR staff as needed.
• Employee Relations – Support the resolution of workplace conflicts by practicing positive employee relations including: consulting on the implementation of activities designed to improve employee engagement, coaching managers and staff through effective conflict resolution, investigating allegations of misconduct, and recommending remedies that align with TNC’s Policies, SOPs, Competencies, and Values.
• Recruitment/Orientation – Manage recruitment for various positions and provides resources and consultation for recruitments at other levels. Provide strategies for ensuring a diverse applicant pool; and build recruiting/interviewing skills of hiring managers and work with the unit to ensure effective orientation procedures are in place for all new employees.
• Job Placement & Compensation – assist hiring managers in selecting appropriate job descriptions for employees and provide guidance on salary ranges.  Work with managers on an ongoing basis to assist with equity analysis, promotions, and other compensation issues.  Ensure that overall salary administration practices for each operating unit follow policies and practices and are equitable and incorporate fiscally sound compensation practices.
• Training & Development – Work in collaboration with Learning and Development staff to identify and assess training needs and develop plans for delivery. Provide training to staff groups on HR-related policies and procedures.  Ensure that HR liaisons who are responsible for managing day-to-day HR administrative transactions are trained and able to fulfill their role adequately.
• HR Program Development – Participate in People Team work teams to develop and implement organization wide initiatives such as compensation structures; diversity, inclusion and engagement programs; talent acquisition and management strategies; and staff development.  Serve as a primary liaison between the People Team and BU managers.
• Will lead and/or participate in project teams as assigned.
• Ability to travel within the US and internationally, 20-25% of the time.